A Conference Board report published last January identified that job satisfaction levels were at their lowest level in two decades, since they first starting measuring it. You will find this quite frightening in light of the focus on employee engagement and the "war for talent" that has been waged for the past 10 years or more. No organisations can realistically expect to survive with such low employee engagement levels. 
Perhaps you are inclined to regard it as an inevitable consequence of the recession and the stress that this has caused. Or even to shrug and think the statistics don't apply to you. But they have to apply to someone. And the latest CIPD report, that 32% of employers are planning further redundancies, is clearly BAD news. It would suggest the situation is only going to get worse.
Either way, the report begs the question, "Why are employee engagement efforts not more successful?" If you are one of those organisations running extensive and costly employee engagement initiatives, you should be concerned.
However, rather than questioning whether your focus on employee engagement is misguided, perhaps you should be asking yourself whether your approach is wrong. Could it be that your organisational structures and fallacious traditional management thinking are actually undermining your efforts? If you are not sure of the answer, then perhaps it is time you found out. After all the costs of employee disengagement are too significant. How much longer can you survive if you have a flawed model?
Agreed, smart and witty product design can be very inspiring. I like the sense of humor in all these. I wish the Golden Arches really would consider packaging some healthy snacks in their traditional junk food containers, since kids already have a positive association with the food.